Parmesh Shahani is the maverick behind India’s LGBTQ+ inclusion revolution and the Head of Godrej DEi Lab. When he’s not steering the ship at the Godrej India Culture Lab, he’s leading initiatives that are setting benchmarks in corporate inclusivity. A successful author and dynamic speaker, Shahani’s visionary leadership is driving Godrej DEi Lab to foster genuine inclusivity through comprehensive anti-discrimination policies, gender-neutral washrooms, and queer-affirmative hiring. His efforts ensure that Pride is more than just a month-long celebration, but a year-round commitment to creating safe spaces where LGBTQ+ employees can thrive. While interacting with us, he shared insights into these transformative initiatives and why you should ‘bring love to work’. A true visionary, his contributions span from academia to activism, making him a vibrant force in shaping a more inclusive world.
Many companies strive to create queer-friendly workspaces, yet during Pride Month, there seems to be a surge in performative allyship. Do you believe that inclusivity has become a competitive endeavour? How does Godrej DEi Lab maintain genuine inclusivity beyond token gestures?
There is a valid point about the rise of performative allyship during Pride Month, and it resonates at a workplace like ours, where walking the talk and being accountable are core values. We measure our success through an inclusion scorecard, employee feedback, and a continuous improvement process built on data and open dialogue. At Godrej DEi Lab, we strive to deepen and amplify the Godrej Industries Group’s efforts to build a culture of genuine inclusivity. We do not believe that symbols and flashy campaigns are the beginning and end of Pride; instead, we focus on creating a safe space where LGBTQ+ employees can be their authentic selves and thrive. Our Pride celebrations build on these efforts, integrating everything we have achieved through policy, health benefits, communications, and culture to say, ‘Whoever you are, you are safe here, and you are welcome.’
What specific policies have Godrej implemented to foster a more inclusive workplace? Additionally, what survey methods or research does Godrej DEi Lab utilise to identify and implement effective measures?
At Godrej, we’ve implemented several policies to foster a more inclusive workplace. These include comprehensive anti-discrimination policies that specifically protect LGBTQIA+ employees:
- Ensuring access to gender-neutral washrooms
- Offering parental leave policies that are inclusive of same-sex couples
- Upgrading our medical and family care benefits to be as inclusive as possible
So if you’re from a non-traditional family, if you’re in a queer partnership, if you need gender-affirming medical care — we’ll have your back just as we do for your straight colleague.
Every business in the group is serious about hiring from historically excluded groups. We’ve pledged to hire 5% of our workforce from the LGBTQIA+ community for the upcoming Godrej Consumer Products factory in Tamil Nadu. This is in addition to the 100+ LGBTQIA+ individuals already working across businesses at the Godrej Industries Group. Businesses provide internships for LGBTQIA+ individuals, housing assistance, and healthcare support. We’re continuously building on these efforts to ensure ongoing progress.
Despite the celebration of Pride Month and the implementation of inclusive policies, acceptance of queerness is often viewed through a heteronormative lens. What measures does Godrej DEi Lab take to educate new employees about inclusivity during onboarding?
The DEi Lab works with the group at large on building a more inclusive culture, and that begins even before an employee comes on board — we’re so happy that some of our businesses have been doing queer-affirmative hiring. The group’s approach goes beyond basic anti-discrimination training. Our onboarding modules delve into LGBTQIA+ identities, history, challenges, and the importance of allyship. Some of our businesses find that mentoring is the best way to help new employees from historically excluded groups; a Queers & Allies ERG, set up a couple of years ago, is a thriving network of support and allyship. And of the things I’ve noticed over the last few months is how our Lab has functioned as a sort of lighthouse for our queer employees, signalling that our workplace is a safe space and that you can find friendship, support and inclusion here simply by coming up to us and saying hello.
Sensitising employees about LGBTQIA+ issues is crucial for fostering an inclusive environment. What strategies and training programmes does Godrej DEi Lab employ to ensure that all employees are aware and supportive of these issues?
Sensitisation is not just about ticking boxes or hosting a one-off workshop. It’s about creating a culture shift, and that takes consistent effort. At Godrej DEI Lab, we believe in what I call ‘cultural acupuncture’ – moving the psychological energy of our organisation towards building a healthier, more inclusive world. We support every business in finding the approach to allyship that works best for them. This could mean inclusivity training programmes, communications, and building products that serve queer people. One of our businesses, Godrej Properties, has a spectacular ‘Queering Workspaces’ initiative in partnership with Gaysi Family, a powerful tool that highlights the stories of queer professionals, discussing everything from policies to personal experiences.
Senior leadership is actively involved in advancing inclusion. The group Diversity Council, comprising select leaders from across the group, meets quarterly to track progress and share best practices. Senior leaders’ annual goals include weighted goals for diversity, equity and inclusion. This top-down approach sends a clear message that LGBTQIA+ inclusion is a priority at all levels.
Queer empowerment must be intersectional to be truly effective. What steps does Godrej DEi Lab take to promote leadership diversity among marginalised communities?
The group’s focus cohorts include women, LGBTQIA+ people, and people with disabilities. While we currently closely track and study career growth and leadership for women, the pool of leaders who are queer or live with disabilities remains small. We believe that working to increase representation and creating a culture in which everyone can thrive is how we’ll arrive at a more diverse leadership. This is a work in progress for us.
Could you share insights about the Pride celebrations event on June 21st and how it broadens Godrej’s vision for diversity and inclusion?
This Pride celebration on 21st wasn’t just another corporate event – it was a powerful statement of who we are and what we stand for at Godrej. Nisaba Godrej, Executive Chairperson, Godrej Consumer Products Limited, led the Pride March, along with senior leaders and MDs from almost all our businesses. When your senior leadership is literally walking the talk, you know it’s more than just lip service. But what really excited me was that after the march, we kept the spotlight on our wonderful queer employees. Four queer Godrejites, who are also artists, led a discussion about owning their narratives. As a queer person myself, I can’t tell you how much it means to see my colleagues feel safe and empowered enough to share their stories not just within the firm, but with the public. It did feel like the celebration was a culmination of all those efforts we’ve made around the year.
This Pride celebration broadened our vision by showing that diversity and inclusion aren’t just HR policies — they’re lived experiences. We’re creating a space where people can bring their whole selves to work, where different perspectives are not just accepted but celebrated. And we’re doing this not just within our company, but reaching out to the wider community too.
Reflecting on your career, what has been the most rewarding aspect of your role as the Head of Godrej DEi Lab?
When I started my corporate career, I was one of only two out and proud employees. Fast forward to today, and we have over 100 LGBTQIA+ individuals working across various levels and departments at the Godrej Industries Group. That transformation? That’s what gets me out of bed every morning. The most rewarding aspect of my role is seeing the real, tangible impact we’re making in people’s lives. It’s not just about numbers or policies – though those are important too. It’s about the stories of change and acceptance that I get to witness firsthand.
Another aspect that I find immensely fulfilling is the opportunity to drive change not just within Godrej, but in the broader corporate landscape. Through initiatives like our ‘Manifesto for Trans Inclusion in the Workplace’ or our collaboration with Pride Circle, we’re helping shape the conversation around LGBTQIA+ inclusion in India’s corporate sector.
Above all, the most rewarding part is seeing the ripple effect of our work. When we create inclusive products and communications, when we hire openly LGBTQIA+ individuals, when we stand up for queer rights — we’re not just changing our company culture. We’re contributing to a broader societal shift towards acceptance and equality. Remember, inclusion isn’t a race, but a team sport. And being able to lead and be part of this team at Godrej – that’s incredibly rewarding. We’re not just changing policies; we’re changing lives. And in the process, we’re doing better business too. Now that’s what I call a win-win!
Godrej, a globally established company, has the resources to create an all-inclusive platform. What advice would you offer to smaller companies or start-ups aiming to establish queer-affirmative environments?
Creating an inclusive environment doesn’t require a massive budget. Smaller businesses and startups can start by establishing clear anti-discrimination policies and fostering a culture of respect for all employees. Partnering with LGBTQIA+ organisations or diversity consultants can be incredibly helpful, and there are many free online resources available as well. Most importantly, be sincere in your efforts. Employees can see through performative actions. Focus on creating a space where everyone feels valued and can contribute their unique talents and perspectives. That’s the foundation of a truly inclusive and thriving workplace.
Could you take us through your journey as an author? How does your experience as a writer influence your approach as a leader, or is it the other way around?
My journey as an author began during my time at MIT, where I actively worked to amplify marginalised voices, organising events like a South Asian LGBT film festival. Writing “Gay Bombay” and “Queeristan” allowed me to delve into LGBTQ+ issues in India, shaping my understanding of diversity and inclusion. This experience significantly influences my leadership at Godrej Industries, where I lead initiatives promoting inclusivity. I see my roles as a writer and a leader as deeply interconnected, each reinforcing my commitment to driving societal change and creating an inclusive environment.
In your opinion, what are the most impactful ways an individual can be an effective LGBTQ+ ally?
Dive deep! Learn about LGBTQIA+ identities, the history of the movement, and the ongoing struggles. Read books by LGBTQIA+ authors, listen to their podcasts, and follow them on social media. Don’t treat it as a one-time thing – stay curious and keep learning. Who knows – you might make some queer friends along the way if you haven’t already. Being an ally is about creating a safe space. Let LGBTQIA+ folks around you know you’re someone they can trust. When you hear homophobic, biphobic, or transphobic comments, speak up. Correct them respectfully, and explain why those remarks are hurtful. And as my boss Nisa likes to say, “Bring love to work”: let those around you be themselves without judgement, without assumption, and without hindrance. Simple, no?
Parmesh Shahani is the Head of the Godrej DEi Lab at Godrej Industries, empowering inclusive ecosystems within and beyond the Godrej group. From 2011 to 2021, he led the Godrej DEi Lab, exploring India’s evolving society. Shahani authored ‘Gay Bombay’ and the award-winning ‘Queeristan’, lauded for its insights on LGBTQ inclusion in the workplace. He holds an MS in Comparative Media Studies from MIT and is a TED Senior Fellow, Yale World Fellow, and World Economic Forum Young Global Leader.
